Outcomes and measures of success will be assessed using the People matter survey and existing reporting methods where appropriate. People matter survey measures will be reviewed at an organisational level. They can also be broken down further to assess progress across and within organisations. Measures will report against each focus area, not individual actions.
Measures will be disaggregated. This means disability, carers, LGBTIQA+, gender equality, First Peoples and cultural diversity will all be measured separately. Existing data sharing and privacy principles apply.
1. Leadership commitment
Leadership commitment is sustained. There are clear lines of accountability to drive equity and inclusion.
Measures
- % of diverse employees who agree their leaders are supportive.
- % increase in representation of diverse employees at senior leadership and executive levels (VPS6 and above) to meet any targets.
2. Increase workforce diversity
Diverse employees are represented at all levels of the VPS. They feel supported by their managers.
Measures
- VPS diversity relative to the Victorian population.
- % of new starters who identify as diverse or have a protected attribute.
- % of staff who identify as diverse.
- Number of diverse employees by level.
- % of staff satisfied that recruitment processes are fair.
3. Improve wellbeing and engagement
All employees feel safe and supported in the workplace. They want to stay in the VPS for the long term.
Measures
- % of diverse employees retained year on year.
- Engagement rates.
- % of diverse employees who agree workplaces are culturally safe.
- % of diverse employees experiencing negative behaviours.
- % of diverse employee agreement with manager leadership questions.
4. Career progression
All employees have equitable access to career development opportunities and a meaningful VPS career.
Measures
- % of diverse employee agreement with learning and development questions.
- % of diverse employees satisfied with career development.
- Number of diverse employees by level.
Policies, programs and services are inclusive and intersectional to better meet the needs of Victorians.
Measures
- % of VPS staff completing cultural competency and anti-discrimination training (e.g. sexual harassment, anti-racism).
- Number of initiatives to increase VPS capability in diversity and inclusion (e.g. training, lunch and learns etc.).
- Improvement in public trust from diverse communities (e.g. through community feedback on services where applicable).